代間托育對中高齡就業動機與自我效能調查之研究～以嘉義縣　為例

本研究題目為「代間托育對中高齡就業動機與自我效能調查」，原始研究個案數計有199位，調查問卷分別為「個人基本資料」、「參與程度量表」、「代間托育就業動機量表」、「自我效能量表」四個部份。研究假設及目的：本研究假設代間托育就業動機會影響自我效能，參與程度在影響架構中扮演調節之角色。研究目的為檢視代間托育就業動機會影響自我效能程度，並探討參與程度的調節程度。研究方法：本研究採問卷調查方式向嘉義縣中高齡者進行施測，共回收199份有效問卷，參與者以女性居多，佔全體人數之61.8％，年齡分佈以61～65歲最多。研究結論：結果顯示參與程度對代間托育就業動機有顯著之影響（p＜.001），參與程度愈高者，代間托育就業動機也愈高。依照迴歸模式一、二可看出，無偶、參與程度、就業動機皆會影響自我效能之評分，但是參與程度與就業動機交互作用項未達顯著（p=0.197），表示參與程度在就業動機對自我效能的影響模式中沒有調節效果。

關鍵字

中高齡再就業；代間托育；高齡少子化

並列摘要

This study is titled ＂The Effect of Intergenerational Care on the Employment Motivation and Self-Efficacy of Middle-Aged and Older Adults.＂ A total of 199 individuals participated in this study, filling out four parts in a questionnaire survey: ＂personal information＂, ＂involvement scale＂, ＂intergenerational care employment motivation scale＂, and ＂self-efficacy scale.＂ Research hypothesis and objective: This study was conducted with the hypothesis that the level of employment motivation in intergenerational care affects the level of self-efficacy, with the degree of involvement as the moderating variable. The objectives of this study are to verify whether this hypothesis is true, and to find out how the degree of involvement can moderate the effect of employment motivation on self-efficacy. Research method: A questionnaire survey was conducted among middle-aged and older adults in Chiayi County. A total of 199 valid questionnaires were collected, with a majority of the subjects being female (61.8%) and mainly in the 61-65 age group. Research results: The results show that the degree of involvement has a significant effect on the employment motivation of intergenerational care (p ＜ .001), indicating that the higher the involvement level, the higher the employment motivation of intergenerational care. From Models 1 and 2 of the Regression Analysis, it can be noted that not having a spouse, degree of involvement and the level of employment motivation are all factors that affect the scores on the self-efficacy scale. However, the interaction score between the degree of involvement and the level of employment motivation was not significant (p=0.197), indicating that the degree of involvement does not have a moderating effect on the influence of employment motivation on self-efficacy.